The impact of country-level factors on the use of new work practices

Ollo‐López, Andrea; Bayo‐Moriones, Alberto; Larraza‐Kintana, Martín

doi:10.1016/j.jwb.2010.07.010

Cited by 42 publications

(41 citation statements)

References 62 publications

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“…As a result, there is likely to be reluctance on the part of employees to seek a relative sense of autonomy and freedom in performing the duties and responsibilities associated with their work role (Hampden-Turner & Trompenaars, 1993;Ollo-López, Bayo-Moriones, & Larraza-Kintana, 2011). Also, it has been found that power distance negatively moderates the relationship between empowerment and job satisfaction in high power distance countries (Hui, Au, & Fock, 2004).…”

Section: Cross-cultural Differences In the Moderating Role Of Decisiomentioning

confidence: 99%

Work–Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts

et al. 2012

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The moderating role of decision latitude on the relationship between work–family conflict and psychological strain was examined across five countries. It was hypothesised that decision latitude would moderate the relationship more strongly in the individualistic countries (the United States and Canada) than in the collectivistic countries (India, Indonesia, and South Korea). The results supported the hypotheses of this five‐country‐based cross‐national investigation. The implications of the findings for theory and practice in the area of international and cross‐cultural research on work and family conflicts in the organisational context are discussed.

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Section: Cross-cultural Differences In the Moderating Role Of Decisiomentioning

confidence: 99%

Work–Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts

et al. 2012

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“…With regard to the firm, the variables controlled for were Type of Ownership (Caroli and Van Reenen, 2001;Bryson et al, 2007), Sector of activity based on NACE-11 (Bryson et al, 2007) and company Size (Gittleman et al, 1998;Acemoglu et al, 2007;Bloom and Van Reenen, 2010). Finally, country dummies were included to detect origin differences (Caroli and Van Reenen, 2001;Acemoglu et al, 2007;Ollo-López et al, 2010).…”

Section: The Variablesmentioning

confidence: 99%

The relationship between ICTs and HPWPs across occupations

Bayo‐Moriones

Calleja-Blanco

Lera‐López

2015

International Journal of Manpower

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Purpose -The purpose of this paper is to analyze the specific relationship between information and communication technologies (ICT) and high performance work practices (HPWP) at employee level, both generally and per job category. Design/methodology/approach -Generalized ordered logit and logit models are estimated in relation to data from 31 European countries using the fourth European Working Conditions Survey. Findings -This paper reveals a generally positive association between ICT use and HPWP participation by workers but different results when ICT and HPWP variables are analysed separately. Worker autonomy and participation in autonomous teams are linked to greater ICT use, but the cases of job rotation and task variety are not so clear. Additionally, the authors find how worker occupation conditions such links and note divergences between high and low-skilled positions.Research limitations/implications -The cross-sectional nature of the data does not allow the authors to report causal relations. Practical implications -The results suggest that depending on the work practices to be considered, as well as occupation, some ICTs are more suitable than others. Originality/value -Two main features make this paper novel. First, previous studies on the link between ICT and HPWP made use of indexes, rendering the generation of assorted results impossible. Thus, the authors study how different ICT variables are related to different HPWPs at employee level. Second, the authors test whether employee occupation is a moderator in such relationships.

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“…Previous studies found that in feminine countries new work practices and policies were more easily accepted and emphasized justice, solidarity and equality (Ollo-Lopez et al, 2011), values that are likely to lead to positive attitudes toward diversity. It is expected that more feminine countries, such as the Netherlands with a score of 14, that focus on work-life balance and have a rather caring attitude toward their employees will place a greater emphasis on the equal opportunities perspective compared to the business case perspective that seems to prevail in more masculine societies like Morocco with a score of 53.…”

Section: Masculinity Vs Femininitymentioning

confidence: 99%

Changing attitudes towards diversity: The Netherlands and Morocco compared

Hennekam

Tahssain-Gay

2015

Management Decision

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to provide a cross-cultural comparison of the attitudes toward diversity among human resource managers working for the same multinational company in the Netherlands and Morocco. Design/methodology/approach -In total, 35 semi-structured in-depth interviews were conducted by telephone and were analyzed by the use of content analysis. Hofstede's cultural dimensions were used as theoretical framework. Findings -The findings suggest that attitudes toward diversity are changing and not always in line with Hofstede's scores from 2010. Differences between the Netherlands and Morocco are discussed and trends in both countries are outlined. Originality/value -While it has been argued that Hofstede's cultural dimensions are relatively stable over time, the findings show that attitudes toward diversity are evolving in the light of the changing environment and that other cultural factors also play an important role.

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The impact of country-level factors on the use of new work practices

Cited by 42 publications

References 62 publications

Work–Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts

Work–Family Conflict and Organisationally Valued Outcomes: The Moderating Role of Decision Latitude in Five National Contexts

The relationship between ICTs and HPWPs across occupations

Changing attitudes towards diversity: The Netherlands and Morocco compared

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